Peer Feedback Report

Be Aware. Do Better.
Grow More.

R e p o rt P re p a re d F o r:
Tanmaykumar Patel
April 18, 2024
Individual and Team Performance Lab
Department of Psychology
The University of Calgary
 OV E R V I E W

T h e P e e r F e e d b a c k R e p o rt
Team members provided anonymous feedback on 5 team member compe-
tencies that are associated with team effectiveness. This report summarizes
your team members’ feedback regarding these competencies, allowing you
to gain a stronger sense of your strengths and areas for development. The
final page of the report offers a framework for discussing the Peer
Feedback assessment within your team.

5 K e y T e a m w o r k C o m p e t e n c ie s
C o m m i t m e n t : commitment to the team’s work
Communication: communicating with team members
Capabilities: having a strong foundation of knowledge, skills and abilities
S t a n d a r d s : emphasizing high standards
F o c u s : keeping the team on track

Setting Goals Based On Peer Feedback

The report provides space to record self-selected development goals for each
competency. Take a moment to reflect on your peer rating benchmarked
against your self-assessment. Identify one development goal that will allow
you to improve or maintain your current score on that teamwork competen-
cy. Remember that you are more likely to achieve your goal when it is specific
(what will you do), actionable (how will you do it), measurable (what indicates
improvement), and has a timeline (milestones or deadlines).

Talk To The Team

To obtain maximum value from this assessment, we recommend having a
team meeting to discuss the results. This allows each team member to self-
identify strengths and development areas (you don’t have to share your
individual reports). The last two pages contain a template for guiding your
team through a Peer Feedback debrief.

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 Q U I C K S U M M AR Y

Peer Rating C o m m it m e n t :
Commitment
5 4.3 Strong
Self Rating
4
This dimension is about your
3
commitment to the team’s
2 work.
Standards 1 Communication

Communication:
4.7 Outstanding

This dimension is about

communicating with team
members.
Focus apabilities

Capabilities:
The above graph presents you with a bird’s-eye view of
4.7 Outstanding
your peer feedback results. Each corner of the pentagon
represents one of the 5 teamwork competencies. Lower This dimension is about
scores are points that fall closer to the center of the graph and having a strong foundation of
higher scores are associated with points that extend knowledge, skills, and
toward the edge of the graph. For example, if you scored 5 abilities needed by the team.
on apabilities, that point would stretch to the outer
edge of the graph.

When the yellow line extends past the blue line for any
F o c u s:
4.7 Outstanding
competency, this is a Blind Spot, meaning you rated
yourself higher than your peers rated you on that
This dimension is about
competency. When the blue line extends past the yellow
keeping the team on track.
line, this is also a Blind S p o t , but in this case your peers
rated you higher than you rated yourself on that
competency. Your score on each competency is displayed
along the right-hand side of this page. S ta n d a rd s:
4.3 Strong
4.5 to 5.0 = Outstanding
3.5 to 4.5 = Strong This dimension is about
2 .5 to 3 .5 = M o d e r a te emphasizing high standards.
1.5 to 2.5 = Bare Minimum
1.0 to 1.5 = Unsatisfactory

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 C OM M I T M E N T

Peer Rating 4.3

Self Rating 5.0

Unsatisfactory Bare Minimum Moderate Strong Outstanding

C o m m it m e n t t o t h e T e a m ’s W o r k
This teamwork competency is related to your peers' perceptions of your commitment
and contributions to the team’s work. Some examples of these behaviours include:

• ontributes appropriately to the team s ork.

• Demonstrates commitment to the team’s work.
• Prepared for team meetings.
• Keeps deadlines and delivering complete, accurate work.

Suggested Improvement Behaviours

Your team views your work and commitment level positively but there is still an opportunity
to improve. To gain an even higher score, continue attending meetings prepared with
well-developed ideas, and go above and beyond expectations. Also, continue to provide
accurate work and meet deadlines, and encourage others to do the same.

Write one specific, actionable, and measurable development goal to work toward that
will help you improve or maintain your score on this teamwork competency.

GOAL
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 C OM M U N I C AT I ON

Peer Rating 4.7

Self Rating 5.0

Unsatisfactory Bare Minimum Moderate Strong Outstanding

Communicating with Team Members

This teamwork competency is related to your peers' perceptions of your interactions
with team members and your ability to communicate with the team in an effective
manner. Some examples of these behaviours include:
• Effectively communicates and openly shares information.
• Exchanges information with teammates in a timely manner.
• Requests feedback regularly and incorporates feedback from team members.
• Seeks appropriate team input before taking action.

Suggested Improvement Behaviours

You appear to be effectively communicating with team members but it is still possible to
raise your performance. Build this competency by continuing to seek feedback from others
and acting on their suggestions. Find ways to engage your team in faster communication and
information exchanges.

Write one specific, actionable, and measurable development goal to work toward that
will help you improve or maintain your score on this teamwork competency.

GOAL
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 CAPABILITIES

Peer Rating 4.7

Self Rating 5.0

Unsatisfactory Bare Minimum Moderate Strong Outstanding

apabilities
This teamwork competency is related to your peers' perceptions of your ability to be
able to accomplish outstanding work. Some examples of these behaviours include:

• eeks to gain the kno ledge skills and abilities needed by the team.
• Learns about other teammates’ tasks and roles.
• emonstrates the capabilities needed for the team to perform.

Suggested Improvement Behaviours

Your team feels that you have a strong foundation of knowledge and abilities required for
the team's activities, but you're not fully maximizing your potential. Try to gain more
knowledge of each team member's role, and dedicate time to learning crucial skills and
abilities that will increase your own technical skill set.

Write one specific, actionable, and measurable development goal to work toward that
will help you improve or maintain your score on this teamwork competency.

GOAL
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 F OC U S

Peer Rating 4.7

Self Rating 5.0

Unsatisfactory Bare Minimum Moderate Strong Outstanding

ocus
This teamwork competency is related to your peers' perceptions of your ability to keep
the team on track and focused on goal accomplishment. Some examples of these
behaviours include:

• Monitors issues that may affect the team and notices problems.
• rovides meaningful gro th oriented and regular feedback to members.
• Helps the team plan and organize work, and anticipates issues.

Suggested Improvement Behaviours

Your score on this skill suggests that you are maintaining an awareness of potential factors
that could derail the team's work. Ensure all members are aware of real or anticipated issues
that may hinder your team's performance, and facilitate discussions to address the issues.

Write one specific, actionable, and measurable development goal to work toward that
will help you improve or maintain your score on this teamwork competency.

GOAL
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 S T AN D AR D S

Peer Rating 4.3

Self Rating 5.0

Unsatisfactory Bare Minimum Moderate Strong Outstanding

Emphasizing High Standards

This teamwork competency is related to your peers' perceptions of the degree to which
you hold high standards for the quality of your team's work. Some examples of these
behaviours include:

• Encourages and motivates the team.

• ho s confidence in the team s ability to perform.
• Believes that the team will achieve high standards.
• Cares about the quality of the team’s work.
Suggested Improvement Behaviours
Your score on this teamwork skill indicates there is room to make a slight improvement.
Achieve a higher score by continuing to show that you care about the quality of the team's
work. Compliment others on their work, and look for ways the team can improve
performance.

Write one specific, actionable, and measurable development goal to work toward
that will help you improve or maintain your score on this teamwork competency.

GOAL
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 PEER FEEDBACK

The following is feedback provided by members of your team:

"Appreciate your effort, more initiative would enhance team performance even further."

"your hardwork and teamwork skills have been excellent"

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 TEAM DEBRIEF
Purpose & Guidelines

This is an opportunity for team members to reflect on their teamwork competencies. Team
debriefs are a valuable development opportunity because team members who set goals for
behaviour change and vocalize their commitments to the team are more likely to take action on
them. The following sections will offer a framework for successfully facilitating the debrief.

Before beginning the team debrief discussion, all team members should review their feedback
and record their development goals for each of the 5 teamwork behaviours. Make sure that all
team members bring their report to the meeting for quick reference.

Remember that peer feedback reports are designed to be anonymous and private. Team
members are NOT required to show their scores or any written comments. Each team member
will share only what they are comfortable sharing with the team.

The debrief is most effective when discussions are future-oriented, focusing on forward-looking
agreements with minimal discussion of problems occurring in the past.

Development goals should be as specific, actionable, and quantifiable as possible. After each
member presents their development goal, the team should offer strategies to support that
member toward goal accomplishment.

Follow these steps for debriefing results:

Choose one member of the team to facilitate the debrief. The facilitator´s role will be to keep the

1 conversation on track and make sure that the guidelines outlined above are being followed. Have
the facilitator read the Purpose and Guidelines to the team at the beginning of the meeting.

Ask each team member to share one personal strength that emerged from their feedback report.

2 Identify how each individual can leverage their strengths to enhance the team’s overall
performance. Have someone record each team members’ strength in the space provided below.

Team members recorded one development goal for each of the 5 teamwork competencies on

3
their individual reports. Now each member should select one or two of these goals to become
their primary development objective. Have someone record each team member’s commitment
in the space provided below.

4
Wrap up the session by summarizing themes involving the team’s overall strengths and
development areas, and record the themes in the space provided below.

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 TEAM DEBRIEF

N AM E PERCEIVED STRENGTH D E V E LOP M E N T AR E A

THEMES

Strengths Development Ot h e r s

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ATTRIBUTIONS & ACKNOWLEDGEMENTS

The peer feedback assessment at ITPmetrics.com adapts work from Dr. Ohland (e.g., Ohland et
al., 2012) and recommended practices for measurement. As described in a reliability and
validity study published by O’Neill et al. (2019), ITPmetrics.com builds on and adapts
dimensions provided by Ohland et al. (2012), which are the following (adapted terms used in
ITPmetrics in parentheses):

- contributing to the team’s work (Commitment);

- having relevant knowledge, skills and abilities (Capabilities);
- interacting with teammates (Communication);
- keeping the team on track (Focus),
- expecting quality (Emphasising High Standards).

Given that the five dimensions of team member effectiveness were identified through rigorous
work by Dr. Ohland and colleagues, a variation of those dimensions was used in the
ITPmetrics.com platform with naming revisions as well as adjustments to the description of the
dimensions to ensure to the best of our judgment that they resonated with students, the
rating form was user-friendly and easy to use, and the feedback report was rich and
comprehensive in supporting the user’s development.

We wish to highlight some of the outstanding work that preceded us by Dr. Ohland and
colleagues (see https://scholar.google.ca/citations?user=qnDbTpYAAAAJ&hl=en&oi=sra for Dr.
Ohland’s other many contributions on the subject, as well as his faculty page
https://engineering.purdue.edu/ENE/People/profile?resource_id=22358). Some of Ohland et
al.’s foundational published work can be read in these articles:

Ohland, M. W., Loughry, M. L., Woehr, D. J., Bullard, L. G., Felder, R. M., Finelli, C. J., ... &
Schmucker, D. G. (2012). The comprehensive assessment of team member effectiveness:
Development of a behaviorally anchored rating scale for self-and peer evaluation. Academy of
Management Learning & Education, 11(4), 609-630.

Loughry, M. L., Ohland, M. W., & DeWayne Moore, D. (2007). Development of a theory-based
assessment of team member effectiveness. Educational and psychological measurement,
67(3), 505-524.

More details on the revisions made by Dr. O’Neill for ITPmetrics.com is available in the article
below or by contacting him directly: toneill@ucalgary.ca

O’Neill, T., Larson, N., Smith, J., Donia, M., Deng, C., Rosehart, W., & Brennan, R. (2019).
Introducing a scalable peer feedback system for learning teams. Assessment & Evaluation in
Higher Education, 44(6), 848-862.

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